Bargaining Trends Across Alberta
🗓️ Bargaining Trends Across Alberta
As AUFA continues its own bargaining efforts with Athabasca University, it is important to stay informed about the broader bargaining landscape across Alberta’s public sector. Several unions and faculty associations have made notable progress or faced significant challenges this spring. While this is in no way an exhaustive list of ongoing negotiations, here are some key developments:
đź©ş United Nurses of Alberta (UNA)
On March 10, 2025, UNA announced a four-year agreement that includes:
An immediate wage increase of approximately 15%, with a total increase of around 20% over the term (excluding step progression)
Continued RRSP/TFSA and Education Allowance benefits
Increased charge pay, vehicle allowance, on-call rates, preceptor pay, and 100% coverage of professional fees and liability insurance
A government commitment to presumptive coverage for psychological injuries by June 30, 2025
A pledge to hire and support entry for 1,000 new nursing graduates annually
🍎 Alberta Teachers’ Association (ATA)
The ATA recently held a strike vote, with 94.5% of members voting in favor of strike action. They now have 120 days to initiate a strike if no resolution is reached. The rejected offer proposed 3% annual increases over four years. Bargaining dates are scheduled over the summer.
đź“ŽCUPE Education Workers
After a province-wide strike, multiple CUPE locals settled with deals at a minimum of 3% a year over four years but in some cases upwards of 27.9% over four years. The full details are available here.
🧑‍🏫 Faculty Associations and University Unions
NASA (U of A professional staff): 3% increases over four years, retroactive pay, and domestic violence leave (5 paid, 5 unpaid days).
MRFA (Mount Royal Faculty Association): Recently ratified. 3% increases over four years and a 15% increase in professional development funds.
GMUFA (MacEwan University Faculty Association): Ratified as of last week. 3% over 4 years and more course release for chairs. Professional development fund increases over 2 years.
U of A (AASUA): The latest offer reportedly includes 3%, 3%, 2%, and 2% increases across all constituencies, not just tenure-stream faculty. However, the employer is also proposing cuts to benefits and the supplementary retirement plan. Formal mediation has begun.
SAIT (SAFA): SAIT was one of the earliest faculty associations to ratify, with 3% increases over four years however with improved employer rights over work on weekends.
U of L (ULFA): ULFA has yet to receive the employer’s monetary offer.
CUPE 3911 and AUPE 69, the two other staff unions at Athabasca University have not received their monetary offers yet.
🏥 Health Sciences Association of Alberta (HSAA): Covenant Health
HSAA is entering formal mediation at the end of June. Last bargaining dates were scheduled for June 4 and 5, after a two month pause. The second day of bargaining was cancelled after employer communicated that they were not willing to negotiate.
🏢AUPE Government Workers
AUPE has now held a strike vote with 90.1% of its voting members supporting a strike. Although multiple issues are on the table, the Government of Alberta is insisting on 3% a year over four years. AUPE’s last public offer was for 24% total over four years.
đź“Ś What This Means for AUFA
The initial offer presented by AU was COL adjustments of: 2%, 2%, 1.75%, and 1.75%. AUFA has not yet provided a monetary counteroffer. As you can see from the above information, other faculty associations are achieving 3% increases per year over 4 years, and other unions have even rejected the cumulative 12% offer, searching for higher ones.
Other faculty associations continue to experience efforts to divide permanent faculty and staff from sessionals and challenges related to intellectual property rights and academic freedoms. Though this has not been apparent at this bargaining table at this point, it is something to keep on our radar.
Additionally, as the university pursues enrollment growth and program expansion, faculty face increasing pressure under outdated systems and limited resources. AUFA must remain vigilant in protecting workload rights and resisting any erosion of academic autonomy or fair assignment practices. With respect to competitive recruitment, UNA’s agreement highlights the need for AU to remain competitive in attracting qualified faculty in nursing.
AUFA will continue to monitor these developments closely and advocate for fair, equitable, and sustainable working conditions at Athabasca University. Solidarity with our colleagues across the province strengthens our collective voice.